Top 5 mistakes remote hirers make

5 minute read

You are a passionate and forward-thinking person.

You have the most brilliant idea for the latest tech-driven product in the world. You put all your time and energy into planning it out, spend months in securing investment, and put all your resources into developing it. You hire a team of developers and programmers to help launch your idea…But somehow you end up with the most mediocre end-product. Where did you go wrong?!

As a business owner or as an individual who is striving for success, you probably already know that in order to bring your ideas to life, you need the best people by your side. Quality of candidates is what separates your products and services from those of a rival player. So, how do you make sure you hire the top candidates to help drive your business success?

To help you with that, we have created a list of top 6 mistakes that we believe remote hirers make that prevents them from accessing the right talent in the market! 

#1. Not communicating what you are looking for! – Your job description is your first point of communication with potential candidates. Posting the correct information in your job description will make it more likely that you receive relevant applications or proposals from potential candidates. If you are unsure about the role that you are hiring for then you are in trouble!

When you post a job, ensure that you only include the necessary information. Before posting your job, ensure that you consult your business and project needs and if necessary, other members of your team, in order to gather the exact type of skills and expertise that you need in order to be able to execute a project or job successfully. Make a list of skills and experiences required for the position and then draft your job description.

As a guide, your job description could include information such as:

  • The job title/position you are hiring for – If you are specifically hiring a Java Developer ensure you type that as your job title. If you are looking for a Developer with skills or abilities in multiple languages, you can say you are looking for a Software Developer. If you are not sure, just ask for help or do a quick search online for similar job postings and use those as guidance.
  • What the job will entail in terms of day to day activities – This probably is the most important part of your job posting. You need to explain briefly, but very clearly what type of activities and tasks you require from a potential candidate. These could include things such as writing codes, liaising with customers, maintaining a database, analysing data, etc. Again, if you are unsure about what to include, you can always ask for help!
  • The name and/or the nature of your business (although this is not necessary) – You can include information such as the name of your business, and tell the applicants whether you are a Sole Trader, SME, large corporation, NGO, charitable organisation, a Higher Education organisation, or a Start-up. You can also write a brief sentence about what products or services you offer to your customers. This information could let the applicant know what kind of organisation or hirer they will be working with or what kind of products or services they will be working on. However, ensure that this is the shortest part of your job description. Applicants don’t really need to know about the history of your business or the specifics of your products and services. One or two short sentences will do just fine!
  • The type of skills, qualifications, and experience you require for this job – this could include any academic or professional qualifications, certificates, diplomas, any language skills or personal qualities such as good time-management skills.
  • The location of the job – and whether the job requires travelling to and from the workplace. Whether you’re hiring on remote or semi-remote basis, you need to let the potential applicants know in order to avoid any confusions or issues with travel or work arrangements in the future.
  • Pay rate/salary – This can be a specific hourly or annual rate of pay. Alternatively, if your pay depends on the skills and experience of the candidates, you can just select ‘Competitive’.

Any other information than what is mentioned above could be considered irrelevant and may confuse the applicant and will cause you to receive many irrelevant job applications. You may end up hiring the wrong candidate because you had no idea what you needed in order to deliver your product or service! 

#2. Trying to go it all alone! – It is good to hire freelancers on your own when you know what you are looking for and you also know the right people in the market. But what if you are not so lucky in having the right network and connections, or what if you are new to remote hiring?

You can always ask for help from service providers. Here at Prolancer, for example, we provide our users with FREE Premium services – where a dedicated Relationships Manager will assist hirers in finding the most suitable candidate for their projects or jobs. The sort of assistance provided includes searching for candidates using our own comprehensive database of top-qualified freelancers and this will guarantee that you get the best people to work with in order to accomplish your goals.

You can find out more about Prolancer Premium services here…

#3. Lacking trust in freelancers – When it comes to remote-working and remote hiring, one thing is of absolute necessity: TRUST! If you can’t trust the person you just interviewed to finish the job for you, then you may never be able to find the right candidate for your job!

Freelancers are there to do the job you asked them to and once you have entered a contract, they feel responsible for achieving and the completion of their part in the agreement. If you are being too rigid and distrustful in what you delegate to potential candidates or are recruiting based on ‘ideals’ and ‘perfectionism’ then you might as well forget hiring remotely – because your behaviour will drive the most qualified people away as they don’t feel valued for the time, efforts and skills; and subsequently, you will be left with the least qualified for the job!


#4. Being stingy! – Don’t feel like loosening the purse strings a little? Well, in that case don’t expect the best people to be prepared to work by your side!

With effort comes more experience, and with more experience comes a demand for more pay! If you want the best Data Scientist and are only prepared to pay peanuts, don’t be surprised if you can’t find anyone qualified to work with!

Value other peoples’ work and effort and ensure that you are prepared to pay a fair salary to them. You will guarantee that the best people will want to work with you! 

#5. Being too geographically strict or inflexible – It is good to have a business where people are ‘present’ and you can interact with them face-to-face; and for these types of works, you may need to have strict guidelines and location requirements from candidates.

However, if you are looking for remote freelancers but only gravitate towards certain countries and locations, you will be disregarding a lot of potential candidates and missing the opportunity for hiring some of the highest qualified people in the world. Ensure that you are reasonable in your location requirements and be open to hiring freelancers from around the globe.

If payments and currency exchange is your concern, you don’t need to worry! – with Prolancer, you can make and receive secure payments in various global currencies, without any fuss!


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